From April 2026, UK employers with 250 or more employees can voluntarily publish a Menopause Action Plan alongside their gender pay gap data. This becomes mandatory from spring 2027 under the Employment Rights Act 2025.
Whether you're starting from scratch or already have good practice in place, we'll help you work out where to focus, what to say, and how to prove it's working.
Our experiential simulator events, menopause training and e-learning programmes, and digital learning resources support employers in delivering against the Government’s Menopause Action Plan recommendations. The table above shows how Over The Bloody Moon’s services align with each action area, helping organisations build awareness, improve support, create meaningful conversations and demonstrate progress through evidence-based initiatives.
Under the Employment Rights Act 2025, large employers will need to publish a Menopause Action Plan alongside their gender pay gap data. You'll need to choose at least one action to support employees experiencing menopause, from six areas set out by government guidance: training managers, occupational health advice, support groups and networks, workplace adjustments, risk assessment, and policy review.
The voluntary year, 2026 to 2027, is your chance to get this right before it's mandatory. Organisations that start now will have real data and a working plan by the time reporting becomes compulsory. Organisations that wait will be building a plan and a year's evidence at the same time.
We work with employers at every stage of this, from a first conversation through to a fully evidenced, board-ready plan.
Next month is National Inclusion Week. Make sure hormonal health isn’t a barrier in your workplace! Chat to us about running a masterclass on menopause or menstrual health which can include nuances around culture, LGBTQ+, auto-immune conditions, physical disability, and neurodiversity.
For any inquiries please email: hello@overthebloodymoon.com
